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Exceeding to get the very Best

CBP recruitment officials are quick to point out they desire to discover the very best people for the task – not simply huge amounts they hope will make it through the academies and hiring process.

« Just like an assembly line manufacturing process, we have quality checks at each step, » Gilchrist said.

Gilchrist included CBP competes with a great deal of different companies to get its applicants from within and beyond law enforcement circles. She stated ensuring the finest individuals start out – and remain in – the application and hiring processes ensures time and cash aren’t squandered. Part of that includes a polygraph test for every single CBP law enforcement officer. After filling out a background survey and going through medical and physical fitness checks, candidates get a call to set up a polygraph assessment, usually within a couple of weeks.

CBP polygraphers inquire about serious criminal offenses, along with national security concerns. They are the same questions candidates responded to before on their Electronic Questionnaires for Investigations Processing, better understood as e-QIP.

Furthermore, the officials encouraged applicants read the directions of what they need to do before the exam: Eat a good breakfast, ensure you’re hydrated, and bring treats and water because it will take a number of hours to administer the test. Most of all, individuals require to do what they typically do before the examination considering that the test will determine their physiological actions. For instance, if an individual does not utilize caffeine, they certainly shouldn’t begin before the exam. In addition, they shouldn’t be stressed that they might be worried; everybody is. The important thing is to be prepared and be honest.

Scott Stevens is the director of CBP’s Credibility Assessment Division in the Office of Professional Responsibility. The workplace promotes stability and security within the CBP workforce, with Stevens’ department helping in guaranteeing workers and candidates are of the greatest character and stability by administering CBP’s polygraph examinations. He said they realize that not everyone, including CBP candidates, is ideal.

« We’re not looking for perfect people; we’re looking for people who will come in and reveal their honesty and integrity by discussing events they may have been included in in the past, » Stevens said. « As long as they come in and be honest with those, then they have every opportunity to pass the polygraph. »

Every CBP police officer and agent need to take the test before getting in service, with simply a few exceptions for military veterans who have had certain clearances in their previous work. Stevens stated CBP administered more than 13,000 polygraph exams in 2022 and had the ability to do as much as 17,000 through the firm’s 25 areas throughout the U.S. Since 2018, 400-500 applicants per month have passed the polygraph. The numbers have actually dropped in the last year due to the lack of candidates in the hiring process.

Common reasons individuals stop working the polygraph consist of confessing something that automatically disqualifies them from serving, such as marijuana use within a two-year period or usage of other controlled substances within a three-year period before applying for CBP or concealing past events of criminal activity. Either method, Stevens said applicants require to be sincere when they fill out their pre-employment surveys and truthful when they answer the concerns during the polygraph.

« We’re relatively transparent about what would be disqualifying, so candidates do know what the policy is, » he said. « We tell individuals to comply with the examiner and process and be available in and be open and sincere, and they won’t have any problems passing the polygraph. »

Some of the myths about the evaluation consist of that it’s an intensive interrogation that lasts hours without any chance for examinees to capture their breath. While it can take around 4 hours, that time includes several breaks, and those being tested can bring treats and water. Most of the time is invested reviewing what’s going to happen during the examination, including all the concerns that will be asked before any elements are attached to an individual.

« It resembles an open-book test, » Stevens stated, adding there are no quotas for passing or stopping working. « That would be unethical. »

Tricia Luck is a polygraph examiner for CBP. She said nerves are typical for those being tested – she fidgeted even for her own examination. But as long as they’re honest and upcoming, employment candidates should not fret about the test.

« That anxiety is going to exist. Think of it as white noise, » she said. « Everyone’s going to have some level of worried tension, however that’s going to be present from the start. Being nervous and not being truthful are two various actions by the body, so we’re trained to try to find that. »

Luck said the image in the motion pictures of a needle moving back and employment forth across a paper, picking up on each lie isn’t what’s done any longer. A much more sophisticated piece of machinery that determines a number of physiological responses is what she utilizes today.

« There’s no needle, pen and ink, » she said. That’s been replaced by digital readouts on a computer system screen. « But we’re still keeping an eye on different aspects of the body: blood volume, intentional movements, and sweat gland activity, » to name a few things.

Luck stated it can be surprising what individuals disclose.

« It runs the range from people attempting to get involved in smuggling drugs and criminal cartel activities, » to confessing to controlled substance use simply hours before the test or even murders, she said. That’s why this screening is so essential. « We do not desire those people entering into our ranks having a badge and gun and the authority to utilize them. »

While some things will be automated disqualifiers, Luck reiterated that the company isn’t trying to find best.

« We are just attempting to figure out if the applicants have the stability needed to be a federal police officer or representative, » she said. « We actually simply need you to comply, follow the guidelines and keep away from all the false information out there. »

Informational videos and other resources to break the misconceptions of the polygraph are readily available at www.cbp.gov/careers/car/poly.

Not Every Recruit Will Carry a Gun and a Badge

While the huge bulk of CBP employees are law enforcement types – whether as Border Patrol representatives watching countless miles of America’s northern and southern borders, or CBP officers examining cargo entering into a seaport or global airport, or Air and Marine Operations representatives who watch the borders through the sky and on the waters surrounding the U.S. – a a great deal of workers never ever bring a gun and a badge and serve in support of those representatives and officers.

« We employ heroes, » stated Laura Szadvari, acting deputy director of CBP’s recruitment efforts, pointing to the men and females who place on the green, blue and tan uniforms as real heroes safeguarding the U.S. But those who use coveralls, matches and company attire also carry out heroically in their own rights. « I feel like the folks on the cutting edge wouldn’t have the ability to successfully complete their objective unless we have CBP employees in the non-law enforcement positions supporting them. »

She said people join CBP, even in the nonuniformed ranks, because of the company’s objective, much like their uniformed counterparts.

« They want to support those on the frontline, doing what they need to do to secure America, » Szadvari said. « The objective is a huge selling indicate individuals, even if they’re not the ones working as representatives and officers. It’s still protecting the homeland in some way, shape or form. And since we’re the premier police in the government, I believe that brings a great deal of weight, and individuals wish to contribute to that. »

Just like the uniformed elements, CBP objective operations recruitment competes with a variety of other government companies and the industrial sector to get the very best and brightest to join from all over the nation, not just the borders and locations that have major shipping or transportation hubs. But Szadvari said CBP deals that distinct mission, which is appealing to those who are looking for more than a paycheck.

« Millennials and Generation Z, » those who simply finished college up to about 40 years old, « are looking for things besides money, » she said. « So knowing your audience, understanding what to press in terms of advantages and opportunities, » is what makes CBP competitive. Recruiting non-law enforcement employees indicates not just understanding how to pitch to them, but also where to pitch. Szadvari said they likewise use targeted recruitment, such as going to trade events to get an auditor employment particularly versed in that kind of specialty. Social media platforms, such as LinkedIn and Twitter, are excellent sources for the professionals CBP requires. Virtual profession expositions are likewise something the company’s human resources has actually used a growing number of, particularly because the COVID-19 pandemic.

Szadvari stated a primary recruitment focus is ensuring CBP has a diverse labor force that reflects the diversity of America.

« That involves carrying out outreach to veterans and transitioning service members; underrepresented populations, such attending occasions at Historically Black and Colleges and Universities female-focused locations of greater education; and hiring persons with disabilities, » she stated. Mission assistance positions can be a best suitable for those who might not be capable of going to the field but still have the capabilities and desires to and serve in a border defense objective. « We’re attempting to mirror the civilian workforce numbers, making sure individuals of CBP are agent of the population in basic. »

The Care and Feeding of Applicants

Whether they will end up being a badge carrying officer or representative, or whether they will be an objective assistance expert who has a pen, paper and a laptop computer as their « weapon » of option, those obtaining positions with CBP require to be tended to all through what can be a long hiring procedure. Border Patrol and Office of Field Operations utilize recruiters to aid with candidate care; Air and Marine Operations utilizes individuals separate from the recruiters. Overall, CBP’s working with center makes certain all of those who have applied, regardless of the part and the job, are constantly contacted and kept in the loop through the procedure, from putting together the job statement in the first location to bringing someone on board the agency.

« We’re everything about consumer service to our programs, » stated Wendy Rohleder, the deputy director of the center, which has several branches to assist the elements and workplaces of CBP bring on the individuals they need to do the tasks.

That implies going through approximately half a million applications each year to fill 7,000 to 9,000 jobs with prospects from exterior of CBP, along with present workers attempting to get into a brand-new position. It can be a 12-15 action procedure, depending upon what sort of background checks and potential polygraph evaluations employees need to go through.

« We keep them engaged and moving through the working with actions to get them to that last stage and onboarded with CBP, » said Erika Bloomquist, the branch chief in charge of CBP’s pre-employment hiring process. « Customer service is our main objective. »

Rohleder said they desire to ensure those trying to sign up with CBP have a terrific experience to get them started the ideal method for a terrific profession ahead.

« Our goal is to provide candidates the ultimate experience, » she stated.

The center has a candidate website where users can see their application status in real-time, straight call the CBP Hiring Center, and study a big repository of regularly asked concerns.

« Our mission is to hire highly certified people for the positions to meet our clients’ requirements: Get workplaces the right candidates at the right times, » Rohleder stated. « The part of that is in our control is the engagement with the candidates, » sending reminders and updates to those who apply.

But it’s not just on the hiring center and employers ensuring prospects have what they need. Bloomquist included some of it is on the hire themselves.

« We wish to make sure through our applicant care efforts that we are providing the candidates all the tools they need to make it through this process as quickly as possible, » she stated, including that’s where the applicant portal is so valuable. It responds to regularly asked questions, offers links to employing procedure videos so they know what to expect from each action. « They know what’s expected going in, and as long as they’re doing their part to keep everything moving and being responsive, we’re going to do whatever on our end to get them to that last objective of being onboarded to a position. »

For recruiters in the field, such as Whyte, that support the recruiters receive from the working with center makes certain individuals he discovers stay with the procedure up until ultimately hired. He stated they require a large range of candidates and can’t afford to lose good people along the method. That’s why having the center, as well as recruiters who can develop relationships with possible staff members – and keep them in the pipeline – is so crucial.

« We offer the job really quickly, » he stated. « It’s not a good job, it’s a remarkable task. Helping them move through our employing procedure is significant. So we continue to inspire them and elevate their capabilities to make it through the process. »

Breaking Stereotypes and Inspiring the Future to ‘Surpass’

Bright said a crucial component of the recruiting efforts is informing the public on what CBP does. It’s not just nabbing people who are trying to come into the country unlawfully; a significant selling point is how CBP is a humanitarian company and how its individuals carry out countless saves of individuals who have actually been made use of.

« What we are leveraging is our recruitment brand name which is ‘Exceed,' » Bright said. « Exceed represents what our workforce does every day – going beyond to serve our communities on and off the task. It’s a call to something higher and significant which’s how our workers feel about their job. They’re constantly serving. »

Whyte stated those in Office of Field Operations do surpass, and employment he wants to see more people give CBP a look when looking for a satisfying career.

« We need a varied set of people; we require you, and you will not get stuck doing one type of job, » he stated, whether its cultivating legitimate trade and travel or performing the humanitarian side of the objective, whether that indicates a position near to where a private matured or overseas at one of CBP’s global operations. « There’s so much chance. »

And those chances aren’t simply for those who will bring a badge and a gun.

« It’s a chance to protect America, » Szadvari said. « It’s a chance to serve your country. It’s a chance to support those on the front line. »

Through the lengthy process, which might include a stressful – however passable – polygraph examination, employers need to remain positive when talking with those they want to hire into CBP’s ranks.

« It is very important that we present the background investigation and polygraph assessment process in a favorable light in order to encourage success, » Luck said.

It can be a long, tough process from application to ultimately being employed. But CBP’s employing center does what it can to make certain the procedure goes efficiently all along the way.

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